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December 14, 2006

Relationships Influence Employee Satisfaction

Leaders and managers are largely responsible for employee satisfaction, retention and productivity. Research reported by W.B. Lashbrook in “Performance Improvement” found that between 56% and 83% of variability in reported job satisfaction was related to the manager’s leadership practices. These practices influence employee’s feelings of fulfillment, satisfaction and empowerment and form the underpinning for trust loyalty and commitment. The research indicates that these feelings are directly connected to the day-to-day relationship employees have with their manager.

Employees who enjoy higher levels of satisfaction report working for managers who …

1. Demonstrate sincere concern for their employee’s well being
2. Make personal investments in developing people
3. Value the connection between individual contribution and the greater good.

Leaders and managers who cannot manage themselves, who lack self-knowledge and self-mastery, will eventually fail at managing others. Leaders and managers who do not understand and connect with others will eventually fail at producing exceptional results. The ability to work well with others is a bottom-line issue. Increasing the individual, team and organizational skills to be effective in this arena are a key competency for success.

The Human Element provides a methodology for helping you become more personally and interpersonally skillful. Learn more about this powerful work through The Human Element workshop